A new remuneration package for national government employees has been formally ratified, setting updated salary scales and leave allowances for the coming fiscal period.
The Salaries and Remuneration Commission (SRC) confirmed the adjustments, which are slated to take effect from July 1, 2025, initiating the 2025-2029 review cycle for public service compensation.
The commission’s governing body reached the decision in late December, with official notification dispatched to the State Department for Public Service and Human Capital Development. Treasury projections estimate the revised framework will require an additional Ksh2.07 billion in the 2025/2026 national budget.
The approved schedule introduces tiered increments. Senior officials in Job Group CSG4 will see monthly earnings range from Ksh185,690 to Ksh396,130, complemented by an annual leave allowance of Ksh140,600. Progressive scales are set for subsequent grades, with entry-level staff in Groups CSG15 to CSG17 allocated salaries between Ksh18,700 and Ksh26,250, alongside leave allowances from Ksh3,000 to Ksh6,500.
Geographic differentiation will apply to housing benefits, categorizing areas into three clusters: Nairobi; key municipalities including Mombasa, Kisumu, and Nakuru; and all other regions. Revisions to commuter allowances and a general market adjustment are also incorporated into the comprehensive review.
This financial adjustment coincides with a broader governmental initiative to standardize compensation across the public sector. A dedicated task force, inaugurated last October and comprising members from the SRC, the Public Service Commission, and relevant state departments, is tasked with resolving salary disparities among personnel with comparable roles and qualifications in different ministries.
Cabinet Secretary Geoffrey Ruku underscored that the effort is rooted in constitutional mandates for equity and fairness in public service management.
Reaction from the civil service workforce has been varied. Many employees have welcomed the structured increases as a boost to morale and a recognition of service. However, some voices have noted the current framework’s limitation to national staff, leaving out county government employees and pensioners.
An official from the Ministry of Infrastructure stated, “The move toward standardization is commendable and long overdue. We hope future phases will address specialized sectors to ensure comprehensive equity.”
SRC officials indicate that the rollout will be monitored closely, with mechanisms in place to incorporate stakeholder feedback during the implementation phase.